Partially correct. However, one suit filed against CAL pre-merger is still on-going. So, there is a pre-merger component to it that is different then some of the post merger claims. One pre-merger CAL suit had 5 different causes of action, only two of the causes of action had to do with any sort of benefits accrual or benefit payouts. The other 3 causes of action had more to do with improper conduct amongst CAL managers with direct, and blatant harassment of military members. This case has been up to the US Supreme Court and has some of its causes of action on-going.

However, during the merger, the CAL MEC was made aware of the differences in the UAL contract language as it applies to various forms of leave, to include military leave. The CAL MEC made a decision to continue doing it the old "CAL way" instead of coming in-line with the UAL methodologies. This I believe is the key reason the "hold back" occurred, and is the key reason the "hold back" is still being held back.

Pre merger, I am not aware of any problems that legacy United was having with military pilots or military leave usage. So, I would tend to agree, the problems started happening during the actual merger process, likely due to two distinctly different management as well as union philosophies. Remember, not only did UAL merger with CAL, but the UAL MEC, merged with the CAL MEC. The merger, or whatever word is appropriate between the two union bargaining and contract enforcement agents is fairly important in the issue.

Once people like Jackson Martin exited the process, the layers of the onion could be rolled back to see where the labor relations failures were occurring. Not only did Martin have a total misunderstanding of how the cba should be interpreted and enforced, but he had a fundamental lack of knowledge of USSERA/ESGR issues. Also of note, most of the CAL managers are no longer involved now, or many were relieved on-the spot, and a few named defendants retired on the spot.

A common philosophy of understanding is what it will take to do this right. One MEC on the same page, and one labor relations department that has a willingness and honest desire to do the right thing will set this on the right course. There are/were a whole host of issues to set right. Sick leave, B fund, benefits, harassment, discriminatory conduct,

Managers are on record stating/doing:
1. You take too much military leave
2. Military doesn't work on Thanksgiving
3. It's getting too hard to hire you military guys
4. Your mil leave throws a monkey wrench into PBS
5. We give you RX days to discourage taking of MLLV.
6. extending probation of one pilot to investigate "legitimacy of mil leave."
7. Repeatedly calling Commanders to verify or investigate mllv.
8. "What we are looking for is support from the military command to discourage the use of military leave as fairy dust as a tactical tool to schedule improvement by military pilots."
9. You need to chose between the NAVY and Continental Airlines
10. One CP emailed over 50 chief pilots of other airlines in an attempt to intimidate one pilots use of mllv.


It's not just benefits, it's actual out-right harassment. The list of offenses is fairly long. The above is just a snap shot.